Home' micenet eMag : micenet October November 2015 Contents RECRUITMENT | JOHN HACKETT
have been reading reports suggesting that
conventional performance appraisals are
not working. I have covered this topic
before and outlined the elements of the
traditional appraisal process, but some
employers suggest that the “old way” is just
too cumbersome, formal and time
consuming and the impact it has on altering
and improving employee performance
While we assume employees like to receive
feedback there are studies that show many
don’t enjoy it at all. Stanford University
psychologist Carol Dweck, in her book
Mindset, explains that people approach
feedback with either a fixed mindset or a
growth mindset. People with a fixed mindset
believe “I am who I am”, while people with a
growth mindset believe their qualities can be
developed through hard work and application.
Therefore, a fixed mindset employee will
be more sensitive to feedback and resistant
to change in response to performance
appraisals. But Dweck has also found that
you can influence a person’s mindset, and by
framing feedback in terms of its growth
potential, you can help nudge your
employees across to the growth mindset.
So are there different ways to appraise
your employees’ performance?
Mona Patel, the CEO of Motivate Design, a
New York-based creative design agency has
John Hackett ponders whether traditional
performance appraisals have had their day.
outlined an alternative approach. She said that she approached the performance review issue
as a design problem and asked the question “how do we get maximum impact in minimal time”,
and came up with what she terms the “Tough Love Review”.
Patel describes this as a 10-minute, one-on-one conversation with each employee, to talk
through one thing they are doing exceptionally well and one thing that they need to improve to
reach that next level.
Patel says that firstly, she creates a spreadsheet with three columns:
1. Employee Name
2. “Tough”, outlining one work performance issue, goal missed or interpersonal problem, etc.
3. “Love”, outlining one highlight, goal achieved or accomplishment, etc.
At the beginning of the review she explains to each employee that the goal of the discussion
is to bring awareness to both achievements and areas to work on. She then asks how each
employee would like to receive advice on a scale of one to 10, with one being kind and
nurturing, and 10 being pointed and direct. This scale gives control to the employee and by
tailoring your messaging, reassures the employee that this process is all about helping them.
You then discuss the “Tough” and “Love” sections of the review. Patel says for responses of
seven or higher, start with the “Tough” discussion, and for responses of four or lower begin with
“Love”. For responses that fall in-between ask the employee “What do you think needs work?”
which brings the “Tough” discussion to the forefront, so you can then end the discussion with
Let the employee know that they will work with their manager to craft an action and
accountability plan after the review is completed and finally, allow the employee to provide
whatever response they want to close out the review session.
Patel says the end result is a meaningful conversation that gives employees a choice in how
the conversation unfolds, and results in two key takeaways that are memorable and actionable.
Since implementing this approach Patel says she has seen a significant and constructive
change in her employees. Approaching reviews this way has given her a meaningful touch point
with each employee; to thank them for the great work they do, but equally has assisted
employees to determine what is holding them back from realising their potential and also
empowering them to help their career and, therefore, the company flourish. m
Contact John Hackett at Event Recruitment on (02) 9279 2019 or firstname.lastname@example.org .
The Asia-Pacific Incentives and Meetings Expo (AIME) is the leading business
events and meetings exhibition in the Asia-Pacific region. It’s where 4,500 suppliers
and buyers unite for two powerful days of business, knowledge and networking.
Join us at the Melbourne Convention & Exhibition Centre on the 23-24 February 2016.
Connect with us at aime.com.au
ibtm events is a registered trademark of Reed Exhibitions Limited.
ibtm events and Reed Travel Exhibitions are owned and protected by Elsevier Properties SA and Reed Exhibitions Limited uses such trademarks under license.
GROW YOUR BUSINESS
AI ME16_FPAD5mmbl eed - 1 2015- 08- 28T10: 00: 53+10: 00
128 | micenet
Links Archive micenet August September 2015 micenet December 2015 Navigation Previous Page Next Page